What is Recruitment Process in HRM?

Recruitment Process can be defined as “it is a way to bring in and discover potential manpower to fill the uninhabited post in the company”. The HR Recruitment Process helps to employ candidates based on their ability to work and mindset which is essential for achievement of organizational objectives.

The Recruitment Process in personnel management starts with recognition of job vacancy in the company, later on the HR department analyzes the task requirement, examine the task application, screen and shortlist the preferable candidates and the procedure ends with hiring of right and best prospect for the job.

What is Recruitment Process in HRM?

The recruitment procedure is the most important function of HRM department. The Human Resource Manager use different methods to reach the prospective candidate. The recruitment technique utilized to get in touch with the candidates varies based upon the source of recruitment.

The Recruitment In-charge typically does the task analysis to find out the skills and capability to perform the task. Once the skills and abilities needed are clear they begin searching for people with such specialties. The HRM department describes the prospective prospect about their task profile and the benefits (rewards) they can gain from the company. The prospects interested in the task are more evaluated, talked to by HR and finally best in shape candidates are chosen for the job. Simply put, a good hiring procedure includes the following:

1. Identify the Recruitment Needs through Job analysis

2. Recruitment or Manpower Planning

3. Writing or Creating a Right Job Description/li >

4. Advertisement for Open Job Vacancies

5. Screening of Job Applications

6. Initial Short- Listing of the Candidates

7. Conducting Interviews

8. Assessment of the Applicant

9. Reference/ Background Check

10. Issuance of Job Offer Letter

11. Joining & On-boarding

Methods of Recruitment

There are 3 considerable methods of recruitment which are regularly utilized in the corporate world specifically:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. Third Party Recruitment Methods

The significant difference in between direct and indirect method of recruitment is that the organization send out an agent to call the possible prospect (which suggests direct contact) when it comes to direct recruitment method while when it comes to indirect recruitment techniques the candidates are informed about job vacancy through various channel of advertisement.

1. Direct Recruitment Methods:

The school recruitment is a major part of recruitment brought out utilizing direct method. The organization sends out a representative from HRM department in educational institutes to interact with potential candidates. The prospects who are seeking for jobs are explained about the task vacancy in the organization and the skills which are required to perform the job. The representative communicates with the prospects with the aid of placement cells of the institutions. An instruction session is performed before the actual screening and interview procedure.

The Organization (Employer) gets details about the academic records of the prospects through the placement cell. Once the organization is guaranteed about the existence of outstanding working abilities in the prospect the Human Resource Representative is sent out to the organization to perform recruitment procedure. The organization use different recruitment methods like performing seminars, participating in conventions, task fair to hire the candidates using direct approach. Through this approach the prospects from the academic background of engineering, management and medical science are primarily hired by the organization.

1. Indirect Recruitment Methods:

In the indirect technique of recruitment the company utilize the ad channel such as news papers, radio, task websites, radio, tv, magazines and professional journals to reach the prospective candidates. The ad provides details about the job requirement, the range of wage used, the type of job (full-time or part-time) and job place. The candidates who are interested in the task look for it and share their resume with the organization.

The Human Resource Management (HRM) Department of a company uses indirect technique of recruitment in 3 circumstances:

1. When company doesn’t have a suitable worker who can be promoted to perform the higher position tasks.

2. When the company is new to the work territory and desire to connect new skill in the market

3. This method is often used to fill up the job in clinical, technical and professional department.

To fill up the greater position in the company the extensively dispersed advertisement is extremely useful as it helps the company to reach different suitable prospects. Many companies likewise use blind ad to reach out prospects in which the identity of the company is not revealed.

1. Third Party Recruitment Methods:

The 3rd party approach of recruitment includes the assisting hands which are outside the organization. The Recruitment Consultant or Employment Agencies, Search & Select Companies, Employee Referral, Voluntary Organization, Data Banks, Trade Unions and Labor Contractors are various channels which assist the company to communicate with the possible candidates.

Recruitment Process Steps

Broadly, there are 5 steps of recruitment procedure in HRM which is used by lots of companies in business world to increase the efficiency of employing. The five Recruitment Process Steps ensure that recruitment happens without any interruption and within the allocated period. It likewise assists to preserve compliance and consistency in the recruitment procedure.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy development

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the primary step of HR Recruitment Process in which the task vacancies in the company are evaluated and pertinent task description is prepared. It likewise includes preparation of job requirements and information about qualification and skills needed to perform the task.

This step is extremely important for recruitment process as it assists in drawing in the right and suitable prospects for the job. Based on the education and experience requirement described in the recruitment strategy a swimming pool of interested prospect can be created.

Strategy Development

After the job description and job spec is prepared the company chooses the number of recruits needed to deal with the profile to close the job as quickly as possible. The employer chooses the technique that needs to be embraced for successful recruitment of staff member. The tactical draft includes the following point:-

1. Sources of Recruitment- Based on the job position and abilities required to carry out the job the recruiter select the source of recruitment. The internal and external are the two classifications of the recruitment source. This decision is crucial as rest of the recruitment strategy is based upon this step of recruitment.

2. Methods of Recruitment- The HRM department chooses the method of recruitment whether the company desires to recruit the candidate utilizing direct or indirect technique. A great deal of business now are using 3rd party recruitment approach and outsourcing some part of recruitment process to the experienced consulting firms.

3. Geographical Area- The place of task is repaired and therefore recruitment team has to decide the location from which they can browse prospects who wish to sign up with the job. The location in which large quantity of qualified prospects are located is chosen to browse the suitable staff member for the company.

4. Make Employees or Buy Employees- The investment required for recruitment is depending upon this choice. The company can select to select the skilled employees and pay them appropriate income or can selected less qualified individuals and trained them to perform much better.

Searching

The browsing action is divided into 2 parts that is:

Source activation

Selling.

The activation happened when the department which has vacancy verifies it to the HR manager about the requirement; likewise authorize the draft of job description as well as spec. Under offering the organization chooses the channel of communication to reach the potential candidates.

Screening

Once the task applications are received by the HR Recruiter it begins the screening procedure. It is an action in which the application are shortlisted for the more selection process. After short-listing of application based on the task specification the choice procedure begins. At the early phase the employer needs to get rid of the applications which are clearly under qualified and not suitable for the task.

Evaluation and Control

The credibility and efficiency of HR Recruitment Process is examined in this step. The action is essential as company has to examine the cost incurred throughout recruitment and the output in terms of choice of ideal prospects and their signing up with. The cost of recruitment consists of the time invested by the management by involving in the recruitment procedure, the cost of advertisement, employment choice, specialist charges in case of recruitment outsourcing and likewise the wages of employer. The output is computed in terms of choice and how soon the staff member as signed up with the company also the suitability in addition to efficiency of the freshly signed up with employee.

Example of Best Recruitment Process & Practices

The conventional HR Recruitment Processes are primarily utilized by big number of companies in world. However, as there is shortage of skill numerous business are coming up with ingenious ideas to reach the prospective candidate and create a skill swimming pool for business.

Here are two popular examples of such innovative best recruitment process practices used by McDonald and Amazon

McDonald usage Snapchat to recruit

People of age 20-25 are very much active on Snapchat. The digital locals more youthful generation is active on this app and the organization can grab their attention to include them in labor force. Snapchat is now used as way to develop a company brand name and bring in youths towards the task opening. It is now a full blown recruiting technique utilized by big companies like McDonald and employment Grubhub. McDonald utilized video advertisements and applications to convey the potential employees about the task vacancy in the organization.

McDonald has also released 10-second video ads in which their existing employees are featured and they are speaking about their experience to work with McDonald. The individual who has an interest in the task can swipe up the video and they will be redirected to the profession website of the business. The interested prospect can also try essentially the uniform of McDonald and send out a 10 2nd video to the employer about why they will be excellent employee of the company.

It is an enjoyable and simple method to bring in prospects and produce a skill swimming pool for employment the company.

Peer-reviewed hires by Amazon

The existing staff members can set appropriate measure for the future workforce of the business. The peer evaluation is an outstanding way to shortlist the prospect for the selection process. The staff members who are working with the company are familiar with the workplace environment, unique task requirement and everyday job demands. If a peer rejects a candidate they can be deemed as inappropriate after comprehensive review.

Amazon is utilizing this unique hiring strategy under the program “bar raiser”. Here the workers voluntarily take part in the interview committees. They speak with the applicant personally or via phone. The employee then submits the evaluation and works together with other peers who have actually talked to the same candidate. The candidate are declined if the bar raisers do not authorize them. It is a way of crowd-sourcing the staff members of the business.